May/June 2017 Newsletter - Click here to view this newsletter online.
ATD SWFL Monthly Newsletter

May/June 2017   

June 14th Learning Event
Mindfulness 101: Reducing Workplace Stress through Awareness

Workplace stress can be both positive and negative. Good stress sparks creativity and productivity while negative stress, that is overwhelming and constant, has been linked to depression, anxiety, and health problems. Practicing Mindfulness can be an effective strategy for managing stress in our busy and demanding workplaces. This workshop will discuss some of the negative effects of stress, introduce participants to the concept and practice of Mindfulness, and provide simple techniques that can be utilized to support daily wellbeing.



In Case You Missed It (ICYMI)
Changing Performance by Changing Behaviors:The Missing Link between Training Programs and Performance Change
by Brian Willett

Training is supposed to change performance by changing behaviors but so often this is just not the case. At the April ATD Meeting, we discussed the missing link between training programs and achieving the performance change our training is designed to enhance.

We focused on the following 3 key areas:

  • Learned the Cycle of Performance Change
  • Discussed how to get better performance by changing behaviors
  • Identified three ways to get participants (learners) engaged in training

Cycle of Performance Change: 

Most training programs fail to actually state the real objective of the training. When developing a training program, it is critical to actually state the key objectives, or what it is the participant will actually learn and should be able to do at the end of the training. Stating these objectives allows the participant to know what they are getting, and what they should expect. It also allows the participant to state their goals for the training as well. None of this happens in silence. All of this should be discussed in advance of the training and reiterated throughout the session and/or program.

Once we have identified the goals and objectives, we can move on to what we will call attitude. With attitude, it is pretty simple: Does the participant see the need to make a change? If yes, move forward. If the answer is no, it’s time to find out why.

If the participant sees the need, we now have to determine their desire. Do they want to make the change? If the answer is yes, move forward.  If it is no, we need to again, find out why. Then we have to assess skills and determine if they can make the necessary change. And secondly, does the participantbelievehe/she can make the necessary change or changes.

Lastly, we have to assess whether or not the participant will make the changes. This is not only for trainers to determine, but the participant must determine this for themselves as well.

Attitude comes down to this:

  • Does the participant see a need?
  • Do we see a need?  
  • Do they want to?
  • Do we want them to?  
  • Do they think they can?
  • Do we think they can?  
  • Will they do it?
  • Will we follow up to make sure they do it?

After we determine our goals, assess the participant’s attitude toward training and toward changing their behavior, we can now introduce new information to our learner. This new material includes techniques, information, processes, skills, etc. that can enhance their performance when it is used.

There is no point in training someone who doesn't have the right attitude to embrace the training and actually use their new knowledge to obtain better results and enhanced outcomes.

Now equipped, we need to provide opportunities to practice the new concepts, processes, and techniques. Practicing these new skills is the participant’s first step to becoming more comfortable with them.   With continued practice, they will turn these new skills into a permanent way to conduct business. The new skill becomes a changed behavior in how they conduct business.

Read more about this topic on our website, including "Three Ways to Get Participants Engaged in the Training."

Message from the President

Lorna KibbeyIn May (21-24), we will have several chapter members attending the ATD International Conference and Exhibition (ICE) held this year, in Atlanta! In fact, for the first time ever, we had enough members register for ICE that we were able to establish a chapter team and give some folks a price break. If you have been following us in 2017, you’ll agree that we seem to be racking up lots of “firsts” this year!

Last weekend, I attended a conference in Atlanta and stayed in the same hotel I’ll be staying in at ICE. I’ll be attending ICE as a volunteer. Like most volunteer opportunities, it is a sweet deal. I work from sun up to sun down for one day and in exchange, I get a full day at the conference! I have volunteered at ICE before and LOVED it – what a great opportunity. I’ll be a session monitor – hope to see you there!

Speaking of volunteer opportunities, this is a great time to consider volunteering to help with our local chapter. I’m sure you know that all of your Board members are volunteers. They put in whatever time it takes to complete their missions and if I do say so myself, each one is doing amazing work – of course, that’s why our chapter is having such success!

If you are interested in helping in any way, please talk to any Board member. We are open to all ideas and need help in all areas - especially finance and special projects. We will soon begin working on initiatives and plans for 2018 – it’s a great time to get involved.

Finally, we are excited to report that our VP of Technology and all things amazing, Melissa Rizzuto, is about to add a sweet little bundle to her family. Speaking of top-notch volunteers, Melissa makes it possible for us to reach new heights. We are all very excited for her!

Please feel free to call or write anytime with ideas, thoughts, or ramblings!

Your SW FL ATD President,
Lorna Kibbey


July Master Class
Presented by ATD SWFL's Special Interest Group (SIG)
Aka: Seriously Independent Gurus! 

Road to the Future - 5 Keys to Unlock Success for TD and HR Professionals 
(CEU's Available)

This Master Class delivers a powerful view of the future of business and talent development.  Join industry thought leaders as they map out strategies and tactics for future success in a TED talk-like format. We will feature five dynamic speakers during the event who will leave you with lots to think about – and with tools to take you into your future.

Training and Development and Human Resources Professionals at all levels.

WHERE: Keiser University Auditorium
9100 Forum Corporate Parkway Fort Myers, FL 33905 I75 – Exit 138

MEMBERS of ATD SW FL or SHRM Collier or Lee: $79

Do something today that your future self will thank you for. Register HERE.

The Art of Convening by Dr. Geri McArdle

Take a guess at what these apparently disparate events have in common: weddings, holidays, association annual meetings, workshops or conferences. And there are more, but what these have in common is that someone in charge invites people to these events. Some person or persons design the event, invite the people or groups, and bring the invited together for a specific purpose and that is called convening.

Designing a convening is a conscious activity and requires a mix of art and science. The art is in finding the best time to convene and being able to articulate a clear and bold statement on why it is being held. The science is in being smart in the details, as in who will be on the design team, who will be invited, what the agenda is and what will be the results. The design building blocks to use to plan and manage the event are as follows:*

First is choosing to convene. You need to decide whether convening is the right tool for your situation at this time.

Second, you need to define your purpose. You need to ask what the point of convening is.  What is your convening’s “North Star” purpose and how co-creative or traditional design you want for the event.   

Third is forming a team. To do that you need to understand how the work of conventional design is typically divided, and chose a team structure that fits the job. For example, millennials tend to prefer working in collaboration and using social media. So called Baby Boomers not as much.

Fourth is assembling the participants.   For your convening, consider who will be interested, then decide who to invite and how it’s in their best interest and to their benefit to attend.

Fifth, is structuring the work. What will the participants do together? You need to develop a set of activities that will help the group achieve the intended purpose. For example, a group of people in direct sales who are scattered across the country join in monthly webinars to discuss methods for improving their businesses. There is an agenda, a facilitator, each person has a say and all receive a transcription of the event.

The sixth step is planning the follow through. As with the group in step five, the transcription they receive includes an assessment of how well the convening went and what action is required if any on important next steps.

In addition to these six steps, those in charge of the convening need todefine what issues need to be addressed. Continue reading this article on our web site.

7 Talent Development Fallacies to Forswear Forever by Lynne Waymon

You see it happening before your eyes.  The old “Command and Control” culture is disappearing.  In some organizations it’s already a goner. 

But old ideas have a sneaky way of hanging on.  You may hear people around you give voice to one or more of the 7 talent development fallacies below.   But, you know, to stay in the game you need to speak up about new business strategies and new skills needed to work together. 

Be on the lookout for these misconceptions at your organization and be ready to take a stand in support of the new Network-Oriented Workplace.  Teach the people you work with that in this new environment people need skills to help them connect, converse, and collaborate –face to face –not just on the internet!  That’s the way things get done, innovation happens, employees get more engaged, and businesses stay competitive.  

Fallacy #1: “Our people already know how to network.”

Really? I wouldn’t be so sure.  When 549 people from all walks of life took our Networking Competency Assessment, their employers were shocked. Only 32% said, “I know exactly who I need to have in my network.” Only 39% said, “I know the next step to take to make any relationship more useful.” Only 39% said, “I know questions to ask that will move the relationship forward.” And a paltry 41% said, “I tell stories that teach about my team’s or my organization’s capabilities.”

Fallacy #2: “Nobody can learn how to network. You either have it or you don’t.”

Not so. Networkers are made, not born. Contacts Count’s client research shows that only about 20% of people are “natural networkers.” We have identified 8 competencies that outline a multitude of skills for the other 80% to learn.  And the natural networkers also pick up new perspectives and tools.  Anyone can learn to put the tools of networking to work in the service of business goals.

Fallacy #3: “Everyone’s connected. Look at all the money we’ve spent on social media!”

Good! But, that’s like saying, “I have a phone, so I have lots of friends.” Having the ability to connect electronically is not the same as knowing how to build trust-based relationships that spark innovation and get things done.   Even in this electronic age, training programs need to focus on the face value of face-to-face contact whenever possible.  

Continue reading to discover the other 4 fallacies.

ATD SWFL will be hosting a Master Class
on October 20th related to this topic.
Check our web site soon for more information!

New Opportunity to Support Our Community

Mound House LogoATD SWFL is exploring an opportunity to support our community by volunteering our talent development expertise. Mound House, a cultural and environmental learning center on Estero Island, needs our help.

Mound House depends on its wonderful pool of volunteers for a variety of tasks. The Director of Mound House, Alison Giesen, has asked for help in putting together a curriculum to be used to train their volunteers that would include orientation and customer service.

If you would be willing to work on a team of volunteers to help with this project, please contact our President, Lorna Kibbey at When asked about her thoughts on this project, Lorna expressed her enthusiasm with the thought of giving back to the community while being able to showcase the talent we have within our membership ranks.

Click this link to learn more about this unique archaeological and historical site on For Myers Beach.

Special Interest Group Update: Independent Training and Speaking Professionals

Our ATD Special Interest Group (SIG) for independents is going strong – and getting stronger. In SW Florida, this SIG is known as Seriously Independent Gurus. This is a great forum for discussing your ideas, issues, and thoughts on how to do business as an independent here in SW Florida. If you would enjoy discussing a wide array of topics with a wide array of professionals, please join us. All who attend agree that we very much enjoy the richness of our discussions and appreciate the support provided to one another.

We meet monthly with our next meeting being on Wednesday, June 14th at Panera Bread Gulf Coast Town Center. There is no cost for attending other than what you choose to spend on breakfast! All are welcome.

This SIG (Special Interest Group) is for training and speaking professionals who are independents. Click here to learn more about the Special Interest Group.

Employment Opportunities
ATD Competency Model

Are you looking for a new position in the talent development field?

We send monthly job opening emails to SWFL Chapter members. If you are interested in receiving these emails and are not yet a member of our chapter, please consider joining. More information can be found on the Membership page of our web site and you may also contact Erin Burnheimer, VP Membership at

If your organization is looking for new talent, please consider sharing your job openings with us so we can include them in our monthly job opening emails. Please send relevant information to Melissa Rizzuto, VP Technology at

Power Membership

The ATD Competency Model consists of
10 Areas of Expertise &
6 Foundational Competencies.

Click the image below to learn more.

ATD Competency Model


ATD Webcasts

May 19, 2017 at 1:00 p.m.

5 Mindfulness-Based Energy Management Tools for Consultants and Service Professionals
May 12, 2017 At 12:00 P.M

Performance Management Redefined
May 15, 2017 At 1:30 P.M. 

Modular, Data-Driven, Adaptive: Future of Training
May 16, 2017 At 2:00 P.M.

6 Ways to Elevate Your New Hire Onboarding
May 17, 2017 At 2:00 P.M. 

Change Happens: Leading Yourself and Others Through Change
May 19, 2017 At 1:00 P.M.

The First 2 Weeks and The Last 2 Weeks: 7 Ideas for Using Video for Onboarding And Offboarding
May 30, 2017 At 2:00 P.M.

How Did I Not See This Coming? A Manager's Guide to Avoiding Total Disaster
June 08, 2017 At 1:00 P.M. 

TD Magazine

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